Home

Concept, Characteristics and Role of Training and Development of Staff and Civil Servants

CHAPTER 2

SCIENTIFIC BASIS FOR TRAINING AND DEVELOPMENT OF STAFF AND CIVIL SERVANTS


2.1. Concept, characteristics and role of training and fostering of staff and civil servants

2.1.1. Concept of training and fostering staff and civil servants

Maybe you are interested!

The concept of training for civil servants and public employees is formed from many different terms. Therefore, to understand this concept, it is necessary to first clarify the meaning of some related terms.

- Concept of staff.

Concept, Characteristics and Role of Training and Development of Staff and Civil Servants

“Cán” is a word of Sino-Vietnamese origin with two common meanings: the first meaning is the mold, the framework; the second meaning is the core person, the commander. When introduced into Laos and Vietnam, the concept of “cán” is understood in many different ways in different scopes. When talking about “cán”, it can be understood as people holding certain positions in agencies and organizations of the Lao political system (in a narrow sense) or it can also be understood as all those who are working in agencies and organizations of the Lao People’s Revolutionary Party, the Lao State, the Lao Front for National Construction and other political and social organizations.

The Sino-Vietnamese dictionary cites the explanation that "cadre" is a loyal member of a political party or organization.

The Vietnamese dictionary explains: "A cadre is a person who works in an agency or organization, undertaking a leadership or management position or a professional job" [37, p.180].

Vietnam's 2008 Law on Cadres and Civil Servants stipulates: “Cadres are Vietnamese citizens who are elected, approved, and appointed to hold positions and titles for a term in agencies of the Communist Party of Vietnam, the State,

"Socio-political organizations at the central level, in provinces and centrally-run cities (hereinafter referred to as provincial level), in districts, towns and provincial cities (hereinafter referred to as district level), on the payroll and receiving salaries from the state budget" [65]; "Commune, ward and town cadres (hereinafter referred to as commune level) are Vietnamese citizens, elected to hold positions for a term in the Standing Committee of the People's Council, People's Committee, Secretary, Deputy Secretary of the Party Committee, and heads of socio-political organizations" [65].

Thus, there are many different understandings of the concept of "cadre", each understanding has certain practical bases, creating diversity in the concept of "cadre".

According to the Law on Cadres and Civil Servants of the Lao PDR: Cadres are Lao citizens, holding a certain leadership and management position for a term of office by election, appointment, approval, working in agencies, units, and organizations within the political system of the Lao PDR and receiving salaries from the state budget [61].

- Concept of civil servant

The concept of civil servants originated from the development process in Western capitalist countries, associated with the birth of the civil service regime in these countries around the middle of the 19th century. Civil servants are considered citizens who are recruited and appointed to hold a regular public service in central or local government offices, working domestically or abroad, have been classified into a rank and are paid from the state budget.

In the French Republic, civil servants are understood as "those who are recruited and appointed to work in public offices including public administrative agencies and public service organizations organized by the state, including central and local levels, but excluding local civil servants managed by local councils" [5, p.9].

In China, civil servants are understood to be "those working in state administrative agencies at all levels, except service staff" [34].

In Vietnam, the Law on Cadres and Civil Servants stipulates: “Civil servants are Vietnamese citizens, recruited and appointed to ranks, positions, and titles corresponding to job positions in agencies of the Communist Party of Vietnam, the State, and socio-political organizations at the central, provincial, and district levels; in agencies and units of the People's Army that are not officers, professional soldiers, or defense workers; in agencies and units of the People's Public Security that are not officers, non-commissioned officers serving under the professional regime, or police workers, on the payroll and receiving salaries from the state budget” [65]; “Commune-level civil servants are Vietnamese citizens recruited to hold a professional or technical title under the People's Committee at the commune level, on the payroll and receiving salaries from the state budget” [65].

According to the Law on Lao Cadres and Civil Servants: Civil servants are Lao citizens who are recruited, appointed or assigned to a regular position in agencies, units and organizations within the political system of the Lao People's Democratic Republic, classified into a professional civil service category, each category is associated with its own titles and standards, within the payroll and is paid from the state budget [61].

- Training concept

According to the Vietnamese dictionary, “training is to make a person capable and able to work according to certain standards” [37, p.470]. Training is considered a process of influencing people to acquire and master knowledge, skills, and techniques systematically, in order to prepare them to adapt to life and receive a certain division of labor.

Training is defined as the process of systematically changing human behavior through learning. This learning is

is the result of planned education, guidance, development and experience.

The British Manpower Commission has defined: “Training is defined as a planned process of changing attitudes, knowledge, or skills through learning and practice to perform effectively in an activity or a series of activities. Its purpose, in terms of the work situation in the organization, is to develop and improve individual capacity and meet the current and future human resource needs of the organization [34].

- Concept of training

Training is understood as the process of helping individuals increase their inherent abilities and qualities to better perform assigned tasks. Training is not about equipping new knowledge, new knowledge but only consolidating and developing the knowledge, experience, skills, and qualities of that individual in each stage.

In terms of time, training is conducted for a longer period, usually from a year or more, while the training period can range from one or two days to several months. In terms of qualifications, at the end of the training process, students are awarded a graduation certificate, recognizing the level of training they have received; in training programs, upon completion, students receive a training certificate on the specific content they have been trained.

- Concept of training and development

The separation of the two concepts of “training” and “development” in this section is only to clarify the content, characteristics and roles of these two activities. However, there needs to be a common approach to the terms “training and development”. Accordingly, training and development is understood as a planned process of changing attitudes, knowledge or skills through learning and training to work effectively in an activity or in a series of activities. The purpose of

It, in terms of the work situation in the organization, is to develop and improve individual capacity and meet the current and future human resource needs of the agency.

Training is the organization of opportunities for people to learn, to help the organization achieve its goals by enhancing capacity, increasing the value of the most important basic resource, which is people, the civil servants working in the organization. Training affects people in the organization, making them able to work better, allowing them to better use their inherent abilities and potentials, and fully develop their working capacity. With such a concept, training of civil servants aims at the following purposes:

+ Develop the working capacity of civil servants and improve their ability to perform practical work.

+ Help employees always develop to meet the future human resource needs of the organization.

+ Reduce the time for officers and employees to learn and get used to new jobs due to transfers, promotions, and changes in tasks, and ensure that they have full ability to work quickly and economically.

In general, training is an activity to equip, supplement, and improve knowledge and skills related to work; change attitudes and behaviors; improve work performance; and achieve individual and organizational goals.

From related terms, the concept of training and fostering cadres and civil servants can be understood as follows: Training and fostering cadres and civil servants is a planned process to change the attitudes, knowledge or skills of cadres and civil servants through learning and training to effectively perform assigned tasks and duties.

2.1.2. Characteristics of training and fostering of staff and civil servants

Firstly , the training activities of civil servants are mandatory according to the provisions of law. Training is one of the important contents of the law.

State management activities for the staff of civil servants are set as a regular and continuous task in the operation of the political apparatus.

Second , the training activities of civil servants must be carried out synchronously, in conjunction with specific planning and plans. State management activities for civil servants are unified from the central to the grassroots level, so the training content must also be carried out synchronously and uniformly according to the above principles, aiming to build common standards, common criteria, and common qualities of civil servants.

Third , training activities for civil servants must be linked to the ranks and job positions of civil servants. That is, training activities must focus on the objective suitability with the job position, the specific nature of the profession and the requirements for each rank and job position of civil servants.

Fourth, the training activities of civil servants must ensure comprehensiveness in terms of political theory, ethics, professional expertise, management skills and practical capacity. This is the great goal of the training activities to build a high-quality civil servant team with full qualities and standards.

Fifth , training activities are both a right and a mandatory requirement for each civil servant. The benefit is reflected in the fact that training activities are a special form of treatment for civil servants, the funding source for civil servants to participate in training activities is guaranteed from the state budget without civil servants having to pay any part. On the contrary, that imposes a mandatory obligation on the civil servant team to effectively participate in training activities to improve their working capacity, contribute to improving the effectiveness and efficiency of state management, and effectively perform the functions and tasks of agencies, units and organizations.

2.1.3. The role of training and fostering the staff and civil servants

In current conditions, training activities for civil servants play an important role in improving the capacity to perform public duties and improving the quality of the team.

staff. To do so, it is necessary to clearly define the role in training staff, specifically:

Firstly, improve the efficiency of public service performance. In the process of working, along with the increasingly strong changes in work quality requirements; the development of science, technology, ... requires each civil servant to improve himself/herself, improve political theory, update new knowledge and skills to perform well the assigned tasks.

Second, improve the quality of civil servants. The purpose of training is to maximize the use of existing human resources and improve the effectiveness of the organization by helping civil servants understand and grasp their work better, perform their functions and tasks more consciously and with a better attitude. In the public administration, human resources are the tool to implement administrative functional goals, so the capacity and quality of the civil servant team is one of the important and necessary conditions to build an effective and efficient administration and serve the people better and better.

Third, planning and developing the civil service team to meet the changes outside the civil service and the development requirements of organizations and individual civil servants within the civil service. Through training, organizations can plan the source of civil servants, ensuring that the human resources have a reasonable quantity, quality and structure.

Fourth, human resource assessment. Trained staff know how to absorb and apply the knowledge and skills learned to their work, improving the quality of work, bringing overall efficiency to the organization and individuals. Through training of staff, leaders and management agencies can assess the progress, attitude and behavior of staff.

In short, civil servants play a decisive role in the effectiveness and efficiency of state management. In recent years, the issue of innovation and improvement of the quality of civil servants has been given special attention, so the quality of civil servants has been constantly improved.

increase to meet the development needs of social life. The role of training civil servants and public employees is extremely important, reflected in the following aspects:

Firstly , equipping knowledge, skills and methods for performing tasks and public services of civil servants.

Second, contribute to building a team of professional civil servants with sufficient capacity to build an advanced and modern administration.

Third , human resource training activities in state administrative agencies are a tool for professional development. With the following main roles: improving the quality of services provided to citizens; increasing the number of services provided; reducing operating costs; reducing unnecessary violations; increasing citizen satisfaction with state organizations; helping civil servants update their own knowledge, training them to better implement new legal documents; providing knowledge about new technologies; learning foreign languages; creating a team with expertise and skills to better perform public duties, aiming to reform state administration and develop capacity to plan and implement public policies; being loyal to the Government in implementing policies; implementing customer-oriented services according to the standard system; applying new management skills; improving civil servant ethics to fight corruption; creating opportunities to restructure the state apparatus in general and the administration in particular.

2.2. Content, methods and subjects of training and fostering staff and civil servants

2.2.1. Contents of training and development activities for staff and civil servants

2.2.2.1. Identify training and development needs

The need for training and retraining is an issue arising from the practical operation of the political apparatus, from the implementation of functions and tasks of agencies, units, organizations and of each officer and civil servant in the apparatus. The need for training and retraining comes from the practical

Comment


Agree Privacy Policy *